The next generation of leadership will include more emphasis on Best-Self Leadership–to do our best and help others do the same.

Leaders will invest more early on to design and teach what Plans, Actions, and Results get rewarded here. Like a professor, outline what it takes for A, B, C…, ask about their goal, and identify how you can help.

Part of the process can include answering these “R” questions for what gets:

Rewarded – Required – Recommended – Requested – Reprimanded

For example:

What is required to fulfill your job?

 What gets rewarded in performance review, pay, promotion…?

What gets reprimanded if you do or don’t do certain things?

It’s better to answer these in the hiring process and early on in training instead of wait until the end of the first year when for some supervisors and employees the first meaningful review of performance and preferences takes place. The leader and professional take shared responsibility for gaining shared vision for performance and promotion to higher levels of trust for empowerment–in the same job or new roles and responsibilities.

Source: Earning and Delegating Empowerment Workbook, David@LifeLeadersInstitute.org